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Education & Experience - Elite Education: PG degree in HR/IR/Management from Tier-1 Institutes (e.g., XLRI, TISS, MDI) or a highly reputed business school. - Proven Tenure: 15+ years of progressive HR leadership, with at least 5 years specifically managing multi-site plant operations. - Industry Depth: Direct experience in Steel ,Metal, Automobile, or Heavy Engineering sectors is mandatory. Experience within reputed MNC manufacturing plants is highly preferred. Key Competencies - The "Nose for Money": Exceptional commercial acumen with a track record of linking human capital metrics to business financial outcomes. - The Builder’s Spark: A "Builder-Leader" who has built systems from the ground up rather than merely managing existing ones. - Entrepreneurial Spark: A "founder’s mindset" toward professionalizing a growing Public Limited entity. - Leadership Style: Capable of managing complex IR issues on the ground while presenting strategic data in the Boardroom. Core Responsibilities: The Five Pillars of Impact 1. Strategic HR & Corporate Governance - Align the people strategy for 1,500 employees with the organization’s 5-year growth plan. - Review and implement advanced KRA/KPI frameworks, Performance Management Systems (PMS), and unified policy formulations. - Execute Competency Mapping and strategic talent management to ensure organizational readiness. 2. Multi-Plant Industrial Relations (IR) & Productivity - Lead the IR strategy for a 4-plant cluster, focusing on union negotiations, long-term settlements, and workforce stability. - Shop-Floor Excellence: Drive productivity and labor cost optimization for 1,500 manpower to directly improve EBITDA. - Maintain a strong, hands-on presence in manufacturing environments, with a preference for experience in sheet metal, auto industries, or heavy engineering. 3. Regulatory Mastery & Statutory Compliance - Ensure "Zero-Non-Compliance" across all units with the Four New Indian Labor Codes and the Factories Act. - Oversee statutory audits and manage critical relationships with government and regulatory authorities. 4. Talent Architecture & Digital Transformation - Professionalize HR operations by implementing advanced HRIS and workforce analytics for real-time decision-making. - Build a robust leadership pipeline for "Plant Head" and "Corporate Function Head" roles. - Consultative Collaboration: Partner with external consultants to introduce world-class HR interventions and organizational development programs. 5. Change Management & Organizational Design - Drive organizational restructuring to support 4-plant expansion, focusing on agility and manufacturing excellence. - Act as a change agent in transitioning the organization toward a professionalized, "Business Partner" oriented model.